Business Services
Law Guide
- Discipline and dismissal
- Employee rights
- Working time regulations
- Flexible working
- Discrimination and equal pay (England, Wales and Scotland)
- Discrimination and equal pay (Northern Ireland)
- Overview
- Age discrimination
- Bullying in the workplace
- Sexual orientation discrimination
- Religious belief or political opinion discrimination
- Disability discrimination
- Race discrimination
- Sex discrimination
- Marital status
- Pregnancy and maternity
- Gender reassignment
- Equal opportunity
- Equal pay
- Enforcement of rights
- Sexual harassment (England, Wales and Scotland)
- Adoption leave and pay
- Maternity leave and pay
- Shared parental leave and pay
- Paternity leave and pay
- Neonatal care leave and pay
- Parental bereavement leave and pay
- Parental leave and rights
- Carer's leave (England, Wales and Scotland)
- Pay and the minimum wage
- Emergency dependant leave
- Study or training (England, Wales and Scotland)
- Part-time working
- Whistleblowing by staff
- Working for a new owner
- Pensions
- Employing staff
- Flexible working
- Grievances
- Other compliance issues
- Sickness absence
- The Employment Rights Act 2025 (England, Wales and Scotland)
Gender equality requirements
Equality Act - new requirements for employer information
New regulations will require employers with 250 or more employees to:
- Develop and publish equality action plans showing the steps they are taking in relation to gender equality, including how they are addressing their gender pay gap and supporting employees going through the menopause. The new regulations may include information about the content of the gender action plan, its form, any requirement for senior-level approval and when, how and how often it should be published.
- Publish information about the service providers they contract with for outsourced services. The new regulations will set out more details about what needs to be reported.